Own Northstar.

What you'd own.

Every artifact below transfers to your accounts on day one. The whole engine.

• ●Northstar web application MVP with AI agent for job descriptions, resume scoring, interviews.
• ●Brand identity, messaging, founder persona, and positioning for the SMB recruiting market.
• ●Outbound LinkedIn GTM playbook: founder targeting, email templates, demo script, proven conversion framework.
• ●Financial model: TAM analysis, unit economics, churn projections, first-year P and L.
• ●Customer acquisition data: 15-20 demos monthly, 3-4 closes at $99/mo, validated baseline metrics.
• ●Product Hunt launch strategy and post-launch growth roadmap with timing and benchmarks.

What Roll Digital builds for you.

Custom scope to take Northstar from MVP shell to operating business.

• ▸Production backend on FastAPI with Postgres, designed for multi-tenant security and scale.
• ▸Stripe billing: $99 monthly subscription, usage-based overage pricing, annual plans with discounts.
• ▸User authentication: email, Google OAuth, invite-based team member onboarding, password reset.
• ▸Job description generator: AI prompts, template library, bulk export to email and PDF.
• ▸Resume screener with explainable scoring: shows reasoning for each 1-10 candidate score.
• ▸Interview question generator: role-specific, adjustable difficulty, candidate feedback framework for assessments.
• ▸Offer letter generator: resume-data auto-fill, customizable templates, compliance note placeholders.
• ▸Analytics dashboard: hiring funnel visibility, score accuracy tracking, cancellation reason surveys.

Why this could work.

The TAM is real: 2M US SMBs paying $960 annually for recruiting software. LinkedIn outbound to founders is a proven channel generating 15-20 demos monthly with 3-4 converting at $99/month. The no-HR pain point is sharp. But the business hinges on solving churn: if you can make hiring sticky between recruitment cycles through team features or talent pool management, unit economics turn profitable fast.

What you'd risk.

Episodic hiring is the core risk: most founders hire once or twice yearly, so churn can hit 60-70% annually. You are on a treadmill constantly acquiring customers just to hold flat ARR. Resume scoring credibility gap is real: one bad reject or pass gets blamed on the AI and spreads through founder communities fast. Free competition from Indeed and LinkedIn erodes willingness to pay. Without virality or referrals, every customer costs acquisition spend.

Who this fits.

This works best for a solo SaaS founder or small agency owner with existing founder relationships or a warm network in the SMB space. You need to be comfortable with consultative outbound sales, founder-to-founder messaging, and willing to iterate on product stickiness between hiring seasons. Background in recruiting, HR tech, or SMB sales is valuable. You will own sales, GTM experimentation, and product direction day one.

Timeline.

From contract signing to operating business.

1. Day 1
   Acquire Northstar IP, brand, and MVP; onboard to founder knowledge.
2. Week 1
   Deploy production backend, Stripe billing, and user auth to staging.
3. Week 3
   Launch resume screener with explainability, job description generator, and interview question tool.
4. Week 6
   Offer letter generator live, analytics dashboard built, Product Hunt pre-launch campaign begins.
5. Day 90
   Product Hunt launch complete, first cohort onboarded, retention data informs next sprint.

Pricing.

Three ways in, depending on how much you want to build yourself.